Imagine working hard for years, climbing up the corporate ladder to a senior role, but then you find out that your juniors— those who are reporting directly to you— are earning much more than you! That’s exactly what happened to a senior analyst at an IT services firm, and the revelation left him shocked, frustrated, and questioning his worth.


The analyst had always believed he was doing well in life. After all, when he switched from his previous company, he got an 85% salary hike— a figure that looked impressive at first glance. But his dream soon shattered when he came to know that two of his subordinates, with less experience and lower job titles, were making 30–40% more than him.


The reason? They had switched from companies that already paid higher base salaries, which gave them an edge during negotiations. He, on the other hand, came from a modest-paying firm, which set the baseline for his current compensation lower than theirs.


Unequal pay for unequal work
What stung even more was the workload. The analyst explained that he carried greater responsibilities, managed more complex tasks, and shouldered higher stress compared to his juniors. Despite this, his financial recognition lagged behind.


He admitted that comparing salaries isn’t always healthy, but it was hard to ignore the unfairness-- especially when it comes to the work load too. Why should someone who contributes more and leads others earn less than the juniors?


To make matters worse, he wasn’t even sure how to address the issue with HR. Would raising the topic backfire and make him look like a complainer? Or would it actually push the company to correct the imbalance and increase his salary as per the industry standards?


Netizens react
The story, shared on the Indian Workplace subreddit , was relatable to many people and many even participated in heated conversations. Many professionals chimed in with advice and personal experiences, painting a picture of how common salary disparities really are.


One commenter suggested he prepare for a “market correction” request. The strategy? Collect salary data from the industry, document his achievements, and then build a strong case for why he deserved better. If his manager supported him, they said, the process might not be as difficult as he feared.


Others, however, were more cynical. One user said bluntly, “Hard work alone doesn’t guarantee fair pay. Companies care about cost-cutting more than effort. If your firm won’t pay you what you’re worth, switch.”


Another wrote from experience: “I thought merit determined compensation, but I was completely wrong. No matter how much you work, if the company can pay you less, they will. Always negotiate—and switch if they don’t match.”


Stories of unfairness
Many professionals also shared their own struggles. One person revealed, “I handle three different projects with an intense workload and earn ₹25,000. Meanwhile, my colleague—working on just one project—makes ₹38,000, plus the company is sponsoring her master’s degree. It’s unfair and demotivating.”


This resonated with many readers who felt the same imbalance in their workplaces: more work, less pay, and no recognition.


The best way forward
The community offered practical tips for handling such situations:


During the next one-on-one meeting, subtly ask if the company is planning any salary adjustments in line with industry trends. This way, you test the waters without giving away too much.


If you start receiving external offers, use them to request a market correction internally—but keep the details private.


If your company responds positively and adjusts your pay, it might be worth staying. But if they don’t, it’s time to move on.


However, if you know a big promotion or benefit is around the corner, waiting it out could also be a smart move.


The takeaway
This story highlights a harsh truth: in today’s job market, loyalty and hard work don’t always translate into fair pay. Companies often value market rates more than internal equity, which is why negotiation—and sometimes switching employers—is key to getting what you’re worth.


For employees, the lesson is clear: know your value, ask for it, and don’t settle for less—because if you don’t, chances are someone less experienced might just walk in and earn more than you.